• The Journal of the Korea Contents Association
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• v.17 no.9
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• pp.212-224
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• 2017

This study was conducted in order to raise a question regarding limitations of career guidance as career guidance programs for university students are limited to career planning and preparation and fail to deal with career management after being employed. Accordingly, it investigated the effects of career maturity, which is mainly studied among university students, on protean career attitude and effects of protean career attitude on subjective career success. To that end, this study built a research model based on the effects of career maturity and protean career attitude on subjective career success of university students and analyzed data collected from 273 university students based on the research model. The result showed that career maturity of university students had positive effects on their protean career attitude. Especially, in career maturity, planning and independence had significant effects on protean career attitude. However, in career maturity attitude, attitude toward work had negative effects. Also, protean career attitude of university students had significant effects on subjective career success. This study aimed to explain the relationship between career of university students and relevant behaviors and perception by clarifying the structural relationship among planning, independence, attitude toward work, protean career attitude, and subjective career success. Based on the results of this study, it was suggested that career management theory should be newly introduced into career guidance program of university students.

• Management & Information Systems Review
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• v.35 no.2
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• pp.13-26
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• 2016

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career-interruption that is pervasive phenomenon in the career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of career-interruptions as the effective career strategy of the self-directed career development on career strategy(career-interruptions frequency, career opportunities searching and career success (workers' wages). To test the effects of the self-directed career management, data were divided into two groups including self-directed career management group (n=210) and general career management group (n=191) based on whether career-interruptions are voluntary or not. The results showed that the self-directed career development attitude and career success were significantly different depending on worker's self-directed career management and general career management group.

• Journal of the Korean Applied Science and Technology
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• v.39 no.6
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• pp.748-759
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• 2022

The purpose of this study is to investigate the mediating effect of job commitment and the moderating effect of job burnout on the relationship between the protean career orientation and subjective career success of hair designers. For this purpose, a survey was conducted on 163 employees working at a representative A brand hair salon in Korea, and statistical analysis was conducted using SPSS 21, and SPSS Process Macro v. 3.3. The results of this study are as follows: First, Protean career orientation affects job commitment to focus on oneself in all aspects related to their job, and as a result, it has a mediating effect on subjective career success that satisfies their career. Second, Through the interaction between protean career orientation and job burnout, the moderating effect on job commitment was confirmed. The significance of this study is to suggest a career success plan for hair salon workers with relatively high turnover rate in the service field by dealing with the understanding of the hair salon organizational culture and the lack of hair designer protean career orientation in terms of the mediating role of job commitment and job burnout in career success.

• Management & Information Systems Review
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• v.36 no.2
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• pp.207-221
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• 2017

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career interruption that is pervasive phenomenon in the women's career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of women's career-interruptions as the effective career strategy on career development actors and career success. To test the effects of the proactive career management of career-interrupted women, data were divided into two groups including proactive career management group and general career management group based on whether career-interruptions are voluntary or not. The results showed that the proactive development actors was significantly different depending on women's proactive career management and general career management group. First, proactive-career women were more self-directed to learn and have a significant impact on developing skills through training. Second, the career successes were not significantly different depending on and general career management group.

• Journal of vocational education research
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• v.37 no.6
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• pp.85-104
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• 2018

The purpose of this study was to identify the meditating effect of self leadership on the relationship between protean career attitude and subjective career success of lifelong learning educators. Based upon the results, several theoretical and practical suggestions were made to enhance self leadership, protean career attitude and subjective career success of lifelong learning educators. A survey questionnaire for this study was composed of four parts, such as the measurement tool of Protean Career Attitude(Briscoe, Hall & Demuth, 2006), Self Leadership Scale(Houghton & Neck, 2002), Subjective Career Success(Career satisfaction Scale: Greenhaus, Parasuraman & Wormley, 1990; Job Satisfaction Scale: Mobley, Jarret, Marsh & Lim, 1994; Employability Inventory: Johnson, 2001) and demographics. The subjects in this study were lifelong learning educators in Incheon. The survey questionnaires from 450 respondents were gathered, and the data from 426 respondents were used for analysis. The results of this study were as follows: First, protean career attitude of the lifelong learning educators had direct effect on subjective career success positively. Second, protean career attitude of the lifelong learning educators had indirect effect on the subjective career success with the partial mediating effect of self-leadership. Finally, based upon the above results, some implications and limitations of this study were discussed.

• Journal of Digital Convergence
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• v.18 no.4
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• pp.211-219
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• 2020

The purpose of the study is to identify the structural equation modeling among work-life balance(WLB), organizational commitment, subjective career success, and turnover intentions. The study data came from 199 respondents, as flight attendants working for large domestic airlines. The research tested structural equation modeling by utilizing the SPSS20.0 and AMOS20.0 statistical program. As the results, the study found that WLB would have a negative impact on organizational immersion, and secondly, the hypothesis that WLB has a positive impact on the subjective career success of the flight attendants. Third, the hypothesis that the organization immersion of the flight attendants would have a positive impact on subjective career success, and fourth, the hypothesis that organizational immersion has a negative impact on the turnover. However, fifth, the hypothesis that subjective career success would have a negative impact on turnover was dismissed. Finally, the hypothesis that WLB would have a positive impact on turnover was adopted. Based on the results of this analysis, the research presents highly significant theoretical and practical implications.

• 한국사회정책
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• v.24 no.1
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• pp.33-66
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• 2017

Based on the premise that the systematic career process of workers in the general labor market was one of core elements of successful achievements and their establishment both at the individual and organizational level, this study set out to conduct empirical analysis of factors influencing the subjective career success of disabled workers in competitive employment at the multi-dimensional levels of individuals and organizations(corporations) and thus provide practical implications for the career management directionality of their successful vocational life with data based on practical and statistical accuracy. For those purposes, the investigator administered a structured questionnaire to 126 disabled workers at 48 companies in Seoul, Gyeonggi, Chungcheong, and Gangwon and collected data about the individual and organizational characteristics. Then the influential factors were analyzed with the multilevel analysis technique by taking into consideration the organizational effects. The analysis results show that organizational characteristics explained 32.1% of total variance of subjective career success, which confirms practical implications for the importance of organizational variables and the legitimacy of applying the multilevel model. The significant influential factors include the degree of disability, desire for growth, self-initiating career attitude and value-oriented career attitude at the individual level and the provision of disability-related convenience, career support, personnel support, and interpersonal support at the organizational level. The latter turned out to have significant moderating effects on the influences of subjective career success on the characteristic variables at the individual level. Those findings call for plans to increase subjective career success through the activation of individual factors based on organizational effects. The study thus proposed and discussed integrated individual-corporate practice strategies including setting up a convenience support system by reflecting the disability characteristics, applying a worker support program, establishing a frontier career development support system, and providing assistance for a human network.

• Management & Information Systems Review
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• v.37 no.4
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• pp.271-287
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• 2018

Salespersons play an important role in strengthening a firm's marketing competitiveness advantage because they provide service through the direct contact with customers. This research tests several hypothesized relationships between their career performances(incomes, job satisfaction and organizational commitment) and marketing comprtitiveness advantage. The data used in this study to measure the hypotheses is 'Human Capital Enterprise Panel Data 2015(5th) that was collected by Korea Vocational Training Institute. The results showed that the earnings was not significantly different depending on salesperson's self-directed career management. The job satisfaction and organizational commitment of the salesperson positively affected firm's marketing competitiveness advantage, but the effects of salesperson job satisfaction and organizational commitment on firm's marketing competitiveness advantage were not significantly different depending on salesperson's self-directed career management. This study confirmed that it is necessary to regard career movement as the significant resources of the marketing competitiveness advantage as self-directed career management rather than a negative point of view.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.129-143
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• 2020

Recently, Start-ups has been emphasized as part of a career-breaking women returning to society policy. To this Policy, the relationship between the planned happenstance skills and the entrepreneurial intentions of a career-breaking woman was investigated, and the successful role model as an individual environmental factor and the moderating effect of social support forces was verified. The results of the survey analysis of 139 women who have experienced career cut-offs in the metropolitan area and Dae-gu and Gyeong-buk are as follows; First, the planned happenstance skills of career-breaking women affect a positive effect on the entrepreneurial intentions. Second, it was found that the moderating effect of the successful role model does not appear in the relationship between the planned happenstance skills of a career-breaking woman and the entrepreneurial intentions. Third, it was found that there was no moderating effect of the social support forces in the relationship between the planned happenstance skills and the entrepreneurial intentions of a career-breaking woman. Last, It was found that the entrepreneurial intentions, which is a personal psychological characteristic for career-breaking women is more directly affected than personal environments. In order to increase career-breaking women's the entrepreneurial intentions, it is necessary to develop psychological skill-building programs which can enhance the accessibility of start-ups and raise the perception of Start-ups. In addition, it is necessary to continuously expand exposure opportunities such as role models and success stories which succeeded in starting a business after a career break and to expand social support forces that can help with courage, advice, and change management to discover opportunities of start-ups.

• Journal of Korean society of Dental Hygiene
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• v.21 no.2
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• pp.171-182
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• 2021

Objectives: Recently, subjective career success has been used as a criterion for evaluating career success. The purpose of this study was to develop and evaluate a simplified subjective career success inventory for dental hygienists. Methods: Subfactors of the subjective career success inventory consisted of career satisfaction, employability, and job satisfaction. The validity and reliability of the existing tools were evaluated through the basic items composition, content validity index (CVI), preliminary survey, and main survey process according to dental hygienists. The preliminary survey was composed of 35 questions by verifying the content validity twice from the existing 63 questions, and the main survey was conducted with a total of 12 questions. Samples were conveniently extracted from dental hygienists with a clinical career of ≥3 years and surveyed online from March 12, 2020 to June 30, 2020. Data of 320 people were collected, of which 284 were finally analyzed. The validity and reliability were analyzed using SPSS 18.0 and AMOS 18.0 (p<0.05). Results: The subjective career success was a shortened inventory composed of nine questions, and the overall reliability was Cronbach's α=0.841. Using exploratory factor analysis, three factors were extracted. As a result of the confirmatory factor analysis, each measurement variable significantly explained the latent factor, and the fit of the model was appropriate. The fit of the model was appropriate for the structural equation model. Among the sub-factors of subjective career success, career satisfaction and job satisfaction had a significant effect on intention to stay (p<0.05). Conclusions: The simplified subjective career success inventory developed for dental hygienists was found was found to be a useful tool in terms of reliability and validity.